Age discrimination
Age Discrimination: Bracing for Bias Since 1994, the ratio of 1:5 involves age discrimination with overall discrimination. The percentage of age discrimination cases rose from nineteen to twenty-four between 1998 and 2002. Its believed that wide spread age discrimination reaches people in their late forty's rather than the late fifty's, early sixty's. This conclusion seems to hold true in technology and financial service industries. The U.S. Equal Employment Opportunity Commission (EEOC) reports that age discrimination for women begins sooner than for men. Inn some industries, age discrimination against women begins at the age of thirty-four. Possible reasons for age discrimination are the attraction of youth and economic turbulence. When reading a magazine, the information and pictures depict young people. It seems as if the target audience is the young people, especially women. The U.S. seems to suffer from this syndrome more than any other nation. By concentrating on youth, companies are overlooking the older generation of worker's possible contributions. Employers are forcing out and eliminating positions held by older individuals. These positions are typically higher-paid positions. At the same time, if they
Some misconceptions about the older employees include more costly health insurance, inability to change with the times, and lower productivity. Companies need to look towards grooming older employees by sending them to seminars to keep them up to date on the changing workforce, sponsoring group sessions, and on-line learning activities and classes. Due to these misconceptions, companies are looking at the younger generation for their source of talent. If positive changes are made, then companies and employers can realize and learn the value of the older generation of workers. No doubt there will come a time a person can perform at the levels he or she is used to. Companies should be grateful and feel secure in the knowledge that an older employee is more likely to stay five years or more. According to Anna Rappaport, principal of Chicago based Mercer Human Resource Consulting, "Employers are starting to invest more time in how they manage, develop, and leverage the talent of all age demographics. According to Philadelphia-based Jury Verdict Research, an average of $268,000 is awarded to individuals affected by age discrimination in the work place. The declining birth rate will play a key factor in this need. Ways to address age bias issues include choosing an employer whom recognizes the value and importance of an older worker. An older employee may also be able to concentrate and dedicate more time to the job instead of the family, like the children. The employer could have or develop retirement plans in the older worker's favor and recognize the experience an older employee brings to the company. Younger employees are more likely to leave a company after the fist couple of years, sometimes even earlier because they are searching for something else. Companies have such subtle and and blatant stereotyping of older workers, many of which wouldn't have any evidence to support their claims of age discrimination because its not obvious to them. bring in a younger employee, the salary won't be the same, so the company saves a little money.
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